One of the greater things about working in a small business is finding ways to become more efficient. Delegating is an art for small business owners. It’s tough to let go of the reins and teach someone else how to do it just the way you want it done.

I started in baby steps, moving my way towards empowering my staff to feel comfortable in making decisions on my behalf. This was only achieved by sharing my thoughts and being consistent in my approach, because ultimately, they needed to know what my preferences were and “what I would do” or even want in each scenario. Making the best business decisions on my behalf became their business.

As a manager, I have learned to let go of the white-knuckled grip I had on control. This has changed me as a person because things that used to bother me no longer do. It’s a wonderful feeling being able to trust someone else to get the job done.

As a fraud examiner, I see a lot of stories come through my pipeline and talk to many business owners about fraud and theft within their businesses. It amazes me to hear the finer details – the dirt, grit and grime of “how it all started”. Bottom line, the main issue has been trust. Too much trust, in fact.

Where does a business owner draw the line between being able to trust your employees to carry out their responsibilities and having to keep a close, watchful eye on them? It’s exhausting and many owners have come to me asking, “Isn’t there a better way”? And of course, I reply “How are your controls?” The check and double-check of the balance scale comes into play – and it’s so simple. Have an open line of communication with all employees – nearly 76% of all fraud investigations start with a tip. Segregate your duties, people.

I have had employees steal time (payroll), data (customer lists, phone numbers), supplies, inventory, equipment, you name it. And I’m a fraud examiner – how dare they steal from one! The nerve… It happens to the best of us.

I recently sat for the CFI (Certified Forensic Interviewer) exam. Haven’t gotten my test scores yet but I’m anxious to see if I passed. A CFI is trained and certified to interview employees and/or suspects in cases. Using these skills, I have started asking the same question 3 different ways to determine if I’m getting the same story each time. Watching the eyes, body language, handwriting, etc. If you suspect theft in your organization – have you started evaluating the person’s behavior? If not, it’s time to start.

Has the person become more distant? Has the person gotten a little TOO close to your clients? Are they all of a sudden disinterested in carrying out their job responsibility? These are questions to start evaluating during the course of employment.

It’d be nice to think that we could trust everyone, and theoretically you can. Trust in the fact that when a person becomes unhappy in their life or even their position, they might take it out on your business. Use caution, use judgment, and good luck.